DOCSLIB.ORG

CSR Report 2013 Models with a CO2 Figure of Less Than 200 G

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
CSR Report 2013 Models with a CO2 Figure of Less Than 200 G CSR Communication on Progress 2013/2014 ©Brian Hodes Visit csrr.adecco.com Contents 3 The Adecco Group 4 Key figures 6 Message from the Corporate Governance Committee Chair and the CEO 8 Our business & CSR 13 Our CSR strategy 18 Our main programmes and initiatives in the Economic dimension 22 Our main programmes and initiatives in the Social dimension 54 Our main programmes and initiatives in the Environmental dimension 57 Our sustainability performance and goals 59 External acknowledgements on our sustainability performance 61 GRI Content Index 68 Further reading 72 Glossary 74 CSR Governance and contacts 76 Imprint CSR CoP 2013/2014 2 The Adecco Group We inspire individuals and organisations to work more effectively and efficiently, and create greater choice in the domain of work, for the benefit of all concerned. As the world’s leading provider of HR solutions – a business that has a positive impact on millions of people every day – we are conscious of our global role. Helping people to better work, better life is our common purpose and the way in which we contribute to society. CSR CoP 2013/2014 3 32,000~ 700,000~ 100,000+ 5,400~ FULL-TIME EQUIVALENT ASSOCIATES ON CLIENTS BRANCHES IN OVER 60 EMPLOYEES 1 ASSIGNMENT DAILY 2 EVERY DAY 2 COUNTRIES & TERRITORIES 1 Key figures Labour market facts & trends 1 Year-end 2012 2 Average 2012 36 MILLION PEOPLE EACH YEAR, OUR AS AN INDUSTRY, IN AGENCY WORK INDUSTRY PROVIDES WE HAVE MADE A IN 2012 8.3 MILLION PEOPLE PLEDGE TO UP-SKILL The role of our industry – from the WITH MORE WORK 65 MILLION PEOPLE Ciett Economic Report 2014 CHOICES THROUGH Providing employment for millions The industry confederation is • 11.5 million agency workers were UP-SKILLING strengthening that role and we collec- employed daily in 2012 tively made 5 pledges in May 2012 to • The USA employs the largest number We are well on the way to work! build better labour markets and pro- of agency workers with 11.5 million Annually, our industry… vide work opportunities and hope to people gaining employment through • Supports 36 million people in their millions of people every day: agency work each year job life • Support 280 million people in their • Europe employs 8.2 million people in • Helps 12.9 million young people job life agency work each year enter the labour market • Help 75 million young people enter 1 Whatever their skills levels • Serves 2.3 million companies the labour market • 77% of agency workers have at best • Up-skill 65 million people, giving finished their secondary education them more work choices Giving younger generations the • Create 18 million more jobs chance to step onto the career ladder • Serve 13 million companies with the 35% OF PEOPLE ARE 1 • On average, 61% of agency workers right talents to succeed are under 30 years of age UNEMPLOYED BEFORE, 14%, AFTER AGENCY WORK EACH YEAR, OUR 73 MILLION YOUNG Agency work helps unemployed find INDUSTRY CREATES PEOPLE ARE jobs and remain in employment 3.1 MILLION MORE • Agency work is not only a short time UNEMPLOYED solution, but provides a stepping JOBS stone into long term employment WORLDWIDE • Germany, South Africa, Greece and How our industry creates employment Sweden are the strongest examples • Two thirds of organisations would Main trends in the global labour of this stepping stone function of not have created jobs without market agency work access to agency work 1. Continued high unemployment – • 70% of temporary agency work • Agency work provides a stepping above all youth unemployment assignments are over 1 month stone from unemployment into work 2. Skills and geographical mismatch – • A high percentage of agency millions of jobs do not get filled workers remain in employment 3. Greater need for flexibility – for after 1 year’s experience 1 companies to remain competitive 4. Fewer jobs for lower skilled workers 1 Source: Ciett - ‘The Voice for Labour Choice’ (corporate leaflet) 2014. CSR CoP 2013/2014 4 Adecco 31,000+ 650,000+ 100,000+ 5,100+ FULL-TIME EQUIVALENT ASSOCIATES ON CLIENTS BRANCHES IN OVER 60 1 Year-end 2013 EMPLOYEES 1 ASSIGNMENT DAILY 2 EVERY DAY 2 COUNTRIES & TERRITORIES 1 2 Average 2013 ACROSS THE GLOBE ACROSS THE BUSINESS WORLd – HR SOLUTIONS AND SERVICES STAFFING SOLUTIONS General Staffing Professional Staffing Business Process Career Transition & Talent Outsourcing Solutions Development Services · Office · Information Technology · Managed Services · Outplacement · Industrial · Engineering & Technical Programmes (MSP) · Leadership Development · Finance & Legal · Recruitment Process · Career Development · Medical & Science Outsourcing (RPO) · Change Management · Vendor Management Solutions System (VMS) · Training · Consulting ACROSS BORDERs – INTERNATIONAL MOBILITY 2013 CANDIDATE LAST YEAR Through our Candidate International Mobility programme, INTERNATIONAL MOBILITY over 2,000 Adecco helped more than 2,000 people find new employment candidates found an international opportunity across borders in 2013. thanks to Adecco. WITH A FOCUS ALWAYS WHERE THEY FOUND JOBS ON PEOPLe – BETTER WORK 213 Norway 17 BETTER LIFE 215 Finland 229 The Netherlands Canada 115 • Belgium 8 Coaching, career guidance, new skills Germany 12 14 improving employability USA Bulgaria • Consecutive assignments – variety of experiences 104 France 225 126 to upgrade skills sets Switzerland United Arab Emirates • International mobility 53 28 Colombia Qatar Uruguay 12 WHERE THEY CAME FROM 475 291 236 137 82 68 40 30 20 15 14 11 6 Poland UK France USA Portugal Spain Slovak Denmark India Romania Hungary Sweden Taiwan Republic CSR CoP 2013/2014 5 THE MAIN PROFILES OF 31% OUR INTERNATIONAL 22% CANDIDATES 12% 14% 7% 10% 0.7% 1.9% 2.3% Office Hospitality Call center / Managers Logisitics Engineers Medical IT Specialists Trade workers employees Help desk (Sales, Finance, workers & Technicians (including multilingual Operations) construction) 67% 33% TEMPORARY PERMANENT WORK PLACEMENT Candidate International Mobility adecco.com ™ of the Adecco Group or an affiliated company Lifelong employment adapted to personal, family, generational and geographical needs and abilities for everyone is the aim of our industry. Dear Stakeholder, ‘Better work, better life’ – This is why we take concrete action through our global pro- grammes such as the Adecco Way to Work™, Win4Youth and the International Olympic Committee and International Para- It’s our passion lympic Committee Athlete Career Programmes. These initia- As a global team of 31,000 colleagues, we are passionate tives are concrete examples of how we endeavour to increase about improving the world of work. Every year, we make an the employability of people at risk of exclusion from the work- impact on the lives of more than 3 million people and their force. We offer educational materials, training, work experi- families – from school leavers to mature workers – providing ence and career guidance: We provide the practical tools to them with employment in a wide range of industries and func- help them overcome barriers, and connect them with compa- tions. We support enterprises, from large corporations to small nies and jobs. family businesses, matching talents and skills with their needs. We make sure that our customers have the flexibility to Indeed, people with the right skills have become the key re- deal with the uncertainty of a complex and volatile economic source of the global economy. How countries and organisa- environment. tions manage their talent will increasingly determine their competitive advantage. In November 2013, Adecco launched In times of economic instability, our responsibility and role the first Global Talent Competitiveness Index (GTCI) in partner- have become even more important. Creating jobs, transform- ship with INSEAD and the Human Capital Leadership Institute ing careers through training and helping young people to en- of Singapore. Our annual study measures the competitiveness ter the job market are at the very core of what we do. The fi- of over 100 countries based on the quality of skilled people nancial crisis has turned into an employment crisis; and young they can develop, attract and retain. It provides private and people have been harder hit than others. Youth unemploy- public decision-makers with insights to where action must be ment is undoubtedly one of the biggest problems of our times. taken to implement and assess the effectiveness of talent- Today 23.5% of youth are out of work across Europe. Just think related policies and practices. that in Greece more than 55% of young people are jobless. Globally, the ILO estimates that almost 73 million youngsters The Industry Leadership and Gold Standard distinction we are excluded from work 1. achieved in the 2013 Dow Jones Sustainability Indices review is a recognition of our global and local initiatives in the Eco- Work is a basic human need and contributes to people’s well- nomic, Social and Environmental sphere. We take pride in this being, as well as to healthy societies and economies. We can- achievement and see it as an opportunity to reach even great- not sit back and watch as people at risk of exclusion lose their er goals in Corporate Social Responsibility and in what we do dreams and their aspiration to simply be a part of the active every day: providing more than 650,000 people with work and workforce growing their talent. 1 ILO: Global Employment Trends for Youth 2013 CSR CoP 2013/2014 6 What we do at Adecco is not simply a job, it’s our passion; it is what unites us in achieving our economic goals and our social and environmental targets. It’s what drives us every day. Therefore, a natural addition to our four core values – Team Spirit, Customer Focus, Responsibility and Entrepreneurship – is Passion. A value which has made and will make us improve the way people work – one job at a time. We thank all stakeholders – our colleagues, associates and candidates, clients, suppliers and our investors – who join us and engage with us and share our passion to improve the world of work and make ‘better work, better life’ a reality for millions of people around the world.
Load more

Recommended publications
  • ESG Materiality in the European Equity Market
    Università Cattolica del Sacro Cuore Facoltà di Scienze Bancarie, Finanziarie e Assicurative Master of Science in Banking and Finance ESG materiality in the European equity market Student Supervisor Pietro Marchesano Prof. Ettore Croci Università Cattolica del Sacro Cuore Facoltà di Scienze Bancarie, Finanziarie e Assicurative Master of Science in Banking and Finance ESG materiality in the European equity market Student Supervisor Pietro Marchesano Prof. Ettore Croci “Profit for a company is like oxygen for a person. If you do not have enough of it, you are out of the game. But if you think your life is about breathing, you are really missing something”. Peter Drucker Contents Acknowledgements .................................................................................................................................... 5 1. Introduction .......................................................................................................................................... 6 2. Literature Review and motivation ............................................................................................ 12 2.1 A framework to understand responsible finance and ESG analysis ................... 12 2.2 The increasing relevance of ESG screens and sustainable investing .................. 21 2.3 On the convenience of ESG integration .......................................................................... 26 2.4 First evidence on ESG materiality .................................................................................... 34 2.5 Hypotheses
    [Show full text]
  • Annualreport 1617 FULL.Pdf
    ANNUAL REPORT – INTRODUCTION Dear Bruins, Our department enjoyed an exciting and memorable year both on and off the field of competition in 2016- 17. Ten of our athletic teams finished among the Top 10, nationally. Of even greater significance, 126 of our student-athletes earned their degrees from this university in June and officially embarked upon the next chapter of their lives. Throughout the 2016-17 academic year, student- athletes earned Director’s Honor Roll accolades (3.0 GPA or higher) more than 980 times. In addition, our Graduation Success Rate (GSR) and Academic Progress Report (APR) numbers remained high across the board and among the best in the nation. UCLA’s overall GSR of 86% stands two percentage points higher than the national average of 84%. Our football team compiled the second-highest GSR among Pac-12 schools with 88% (the national average for FBS schools is 74%). In addition, six of our teams – men’s water polo, women’s basketball, women’s golf, softball, women’s tennis and women’s volleyball – had a GSR of 100 percent. Sixteen of our 20 sports programs had a GSR of 80 percent or higher. I’ve said it before and I’ll say As a department, we always pride ourselves on team practice facilities for our football, men’s basketball it again – our student-athletes not only meet these accomplishments, but it’s absolutely worth noting and women’s basketball teams, and I know that the expectations, but they almost always exceed them. It’s several outstanding individual efforts by our hard- coaches and student-athletes of these teams are a testament to their work ethic and to the support they working student-athletes.
    [Show full text]
  • Business News No
    Talacker 41, 8001 Zurich, Switzerland, Phone: +41 43 443 72 00, Fax: +41 43 497 22 70, [email protected], www.amcham.ch, October 2020 / No. 400 Last quarter of a very special year: What is ahead? The latest events (more pictures on pages 4/5) Dear members and friends 2020 started with a boom and had a strongly positive outlook. 20/20 vision is the perfect vision, after all! But as we all know, the year turned out differently. The Swiss-American business relationship had a roaring start. After Q4, 2019, the first quarter of 2020 again saw the US market #1 for Swiss exports, ahead of the German market! Exports to the US grew CHF 974 mio, four times the growth to the EU, while exports to the BRIC countries posted a negative growth of CHF 470 mio. Again, the exports to the USA proved to be the locomotive of the Swiss export industry. As we all know, Q2 Lugano, Annual Dinner, September 17: Franco Polloni Zurich, September 29: J. Erik Fyrwald, saw exports to the US crashing down 22% (EFG Bank / former Ticino Chapter Board Chairman), CEO, Syngenta Group and Board due to the Covid crisis in general and logistics Silvio Napoli (Schindler Holding / Swiss Amcham Member Swiss Amcham [MS] problems as a specific issue. But in the last Chairman), Demis Stucki (EFG Bank / Ticino Chapter months, progress came much faster than Board Chairman) expected and in August, the US market was again the top export market for Switzerland. The Swiss-US Business relationship has everything to flourish in the future.
    [Show full text]
  • ADECCO GROUP AG (Incorporated with Limited Liability in Switzerland) ADECCO INTERNATIONAL FINANCIAL SERVICES B.V
    ADECCO GROUP AG (incorporated with limited liability in Switzerland) ADECCO INTERNATIONAL FINANCIAL SERVICES B.V. (incorporated with limited liability in The Netherlands) ADECCO FINANCIAL SERVICES (NORTH AMERICA), LLC (incorporated under the laws of the State of Delaware in the United States of America) EUR 3,500,000,000 Euro Medium Term Note Programme unconditionally and irrevocably guaranteed by ADECCO GROUP AG (incorporated with limited liability in Switzerland) Under this EUR 3,500,000,000 Euro Medium Term Note Programme (the Programme), Adecco Group AG (in its capacity as Issuer, Adecco, and in its capacity as guarantor of Notes issued by AIFS or AFS (each as defined below), the Guarantor), Adecco International Financial Services B.V. (AIFS) and Adecco Financial Services (North America), LLC (AFS and, together with Adecco and AIFS, the Issuers, and each an Issuer) may from time to time issue notes (the Notes) denominated in any currency agreed between the relevant Issuer and the relevant Dealer (as defined below). References in this Base Prospectus to the relevant Issuer shall, in relation to any issue or proposed issue of Notes, be references to whichever of Adecco, AIFS or AFS is specified as the Issuer of such Notes in the applicable final terms document (the Final Terms). The payments of all amounts due in respect of the Notes will be unconditionally and irrevocably guaranteed by the Guarantor (except where Adecco is the Issuer). The maximum aggregate nominal amount of all Notes from time to time outstanding under the Programme will not exceed EUR 3,500,000,000 (or its equivalent in other currencies calculated as described in the Programme Agreement described herein), subject to increase as described herein.
    [Show full text]
  • Around 65% of All Promotions Given in Switzerland Go To
    Press release, 28 August 2019 Study available Advance & HSG Gender Intelligence Report 2019 online advance-hsg- Around 65% of all promotions report.ch given in Switzerland go to men Companies with a high degree of gender diversity at every level of seniority are more success- ful. However, companies face challenges when integrating this approach into their strategy and implementing it in practice. Only a few have achieved substantial progress to date. These are the findings of the Advance & HSG Gender Intelligence Report 2019, published today, for which raw data relating to 263,000 employees have been analyzed. Although companies are hiring increas- ing numbers of women, this growing potential is not being used when it comes to promotions. Companies based in Switzerland are hiring increasing numbers of women, at every level. In turn, this builds up a pipeline of highly qualified, highly talented female employees. Women and men also leave their jobs at the same rate, showing that companies’ cultures are becoming more appealing to women looking to develop their careers. However, this growing potential is not being used systematically enough across every level in the corporate hierarchy. While there are equal numbers of men and women in non-managerial positions, the proportion of women in middle-management slumps to 23%, sinking even further to 18% for the top management levels. Women are particularly losing out in terms of internal promotions with around 65% of all promotions going to men. The study believes that the key to achieving greater gender diversity up to the very top of the corporate ladder lies in transparent promotion processes: Unconscious bias should have as little influence as possible.
    [Show full text]
  • Going for Great WE’RE MORE
    A family of recruitment and workforce solutions companies that are market and industry leaders. Going For Great WE’RE MORE... THAN JUST A PLACE TO WORK #GoForGreat At Adecco Group North America, you’re part of a team that supports your career ambitions in an environment that encourages you to be your best. What is Adecco Group North America? We are a family of recruitment and workforce solutions companies that are leaders in their respective markets and industries. Every day, we provide the services and the insight to empower job seekers and employers to achieve their full potential. We are also part of the global Adecco family of com- panies—a Fortune Global 500 organization employing over 31,000 staff and operating in more than 60 coun- tries worldwide. Adecco is the largest staffing compa- ny in the world. What is the culture of Adecco Group North America? Our people own our vibrant culture, creating a welcom- ing environment. Constantly evolving, there are many opportunities for you to make your mark with positivity and collaboration. We also urge our people to have a fulfilling life outside of work. To spend time with family. To volunteer. To bet- ter themselves. And to have fun along the way. At the end of every workday, we want you to be proud of where you work and of what you accomplish. adeccogroupna.com Adia was founded in Switzerland, 1950/60’s and Ecco was founded in France. Adia and Ecco, two of the most established and respected staff- 2006 ing companies, merge to form Adecco.
    [Show full text]
  • 'The Labour Market Integration of Refugees' White Paper – a Focus On
    ‘The labour market integration of refugees’ white paper – A focus on Europe June 20, 2017 The Adecco Group white paper on the ‘The labour market integration of refugees’ was commissioned to the Reallabor Asyl, Heidelberg University of Education UNHCR/Achilleas Zavallis “The labour market integration of refugees” white paper – A focus on Europe June 20, 2017 The Adecco Group White Paper in collaboration with the Reallabor Asyl, Heidelberg University of Education Acknowledgment: On behalf of The Adecco Group, we thank Dr. Monika Gonser and her research team from the Reallabor Asyl, Heidelberg University of Education for providing their expertise, insights and professional cooperation. We extend our appreciation to the UNHCR, the OECD and the EU for their guidance and insights. Additionally, the concrete actions and recommendations provided, would have not been possible without the 18 companies and organisations which took the time to share their experience, concrete programmes and actions with us on how they drive the labour market integration process of refugees as well as the challenges they have experienced. Further, we appreciate the know-how and insights contributed from the International Organisation of Employers, Business Europe, and the Centre for European Policy Studies. UNHCR/Achilleas Zavallis UNHCR/Achilleas 3 The Adecco Group – ‘The labour market integration of refugees – A focus on Europe’ white paper – 06/17 Table of Contents Executive summary 6 Purpose of the white paper 6 Mapping the refugee situation 6 The European and
    [Show full text]
  • Investor Relations
    Adecco S.A. shares are registered in Switzerland (ISIN: CH0012138605) and listed on the SIX Swiss Exchange (ADEN). Adecco is a constituent of the Swiss Market Index (SMI), Switzerland’s most important stock market index, containing the 20 largest and most liquid Swiss stocks. Investor Relations Equity story The Adecco Group is the world’s leading provider increased our exposure to this higher-growth and higher-mar- of HR solutions, offering a wide variety of services including gin business and we took the lead in the counter-cyclical Ca- temporary staffing, permanent placement, Career Transition reer Transition (outplacement) and Talent Development (outplacement), Talent Development, outsourcing and other segment, where we achieve very attractive double-digit EBITA services. We have around 32,000 FTE employees and place margins. While our business offers operating leverage, we almost 700,000 people at work every day through a network limit financial leverage and will always aim to maintain our of around 5,400 branches in over 60 countries and territories. investment grade credit rating. The application of the ‘Economic Value Added’ (EVA) concept ensures that the interests of our Our core competences include providing flexible workforce solu- shareholders are met and that our daily decision-making tions and matching clients’ needs with candidates’ skills. In an processes are geared towards value creation. We have never environment of cyclical and seasonal changes in demand, we ceased to pay dividends to our shareholders over the past few help our clients to adapt their workforce needs accordingly. More years, even in economically very challenging times, and our customisation and made-to-order impact the production cycle dividend pay-out ratio has ranged between 25% and 30% of and reduce the predictability of our clients’ business develop- adjusted net earnings.
    [Show full text]
  • 2011 Ucla Men's Track & Field
    2011 MEN’S TRACK & FIELD SCHEDULE IINDOORNDOOR SSEASONEASON Date Meet Location January 28-29 at UW Invitational Seattle, WA February 4-5 at New Balance Collegiate Invitational New York, NY at New Mexico Classic Albuquerque, NM February 11-12 at Husky Classic Seattle, WA February 25-26 at MPSF Indoor Championships Seattle, WA March 5 at UW Final Qualifi er Seattle, WA March 11-12 at NCAA Indoor Championships College Station, TX OOUTDOORUTDOOR SSEASONEASON Date Meet Location March 11-12 at Northridge Invitational Northridge, CA March 18-19 at Aztec Invitational San Diego, CA March 25 vs. Texas & Arkansas Austin, TX April 2 vs. Tennessee ** Drake Stadium April 7-9 Rafer Johnson/Jackie Joyner Kersee Invitational ** Drake Stadium April 14 at Mt. SAC Relays Walnut, CA April 17 vs. Oregon ** Drake Stadium April 22-23 at Triton Invitational La Jolla, CA May 1 at USC Los Angeles, CA May 6-7 at Pac-10 Multi-Event Championships Tucson, AZ May 7 at Oxy Invitational Eagle Rock, CA May 13-14 at Pac-10 Championships Tucson, AZ May 26-27 at NCAA Preliminary Round Eugene, OR June 8-11 at NCAA Outdoor Championships Des Moines, IA ** denotes UCLA home meet TABLE OF CONTENTS/QUICK FACTS QUICK FACTS TABLE OF CONTENTS Location .............................................................................J.D. Morgan Center, GENERAL INFORMATION ..........................................325 Westwood Plaza, Los Angeles, CA, 90095 2011 Schedule .........................Inside Front Cover Athletics Phone ......................................................................(310)
    [Show full text]
  • Capital for Purpose / 49Th St.Gallen Symposium
    49 th Capital for Purpose / 49 St. Gallen Symposium / 8 – 10 May 2019 th Capital for Purpose / 49 St. Gallen Symposium / 8 – 10 May 2019 WELCOME The International Students’ Committee is a student-driven initiative – established in 1969 – that seeks to take responsibility for our future and tackle today’s import- ant topics. In a time where many challenges remain unsolved, we feel it is our duty to be part of such a movement, for which thirty students put all their heart, energy, and time – voluntarily and for one year – to organise the St. Gallen Symposium. Engaging a highly diverse community incorporating a broad spectrum of opinions and knowledge on the topic “Capital for Purpose” lies at the core of our symposium in 2019 and is the main focus of our work. During the coming year, we will travel the world to meet with the most inspiring and engaged personalities – across generations, cultures, and disciplines – to involve them in our global dialogue. We strive for awareness of our initiative, which is more than a two-day-conference. It is a substantial contribution to an international, ongoing debate about topics that matter to people with the power and responsibility to change the status quo. We look forward to welcoming you in St. Gallen from 8–10 May 2019 to engage in our dialogue with three generations of leaders and for you to become a part of our initiative. Elisabeth Burkhardt, Lia Hollenstein and Severin Schmugge Head of the Organising Committee SYMPOSIUM The St. Gallen Symposium is the world’s leading initiative for intergenerational debates on economic, political, and social developments.
    [Show full text]
  • Sport Dionne L
    University of Baltimore Law ScholarWorks@University of Baltimore School of Law All Faculty Scholarship Faculty Scholarship 2016 Putting Public Law into “Private” Sport Dionne L. Koller University of Baltimore, [email protected] Follow this and additional works at: http://scholarworks.law.ubalt.edu/all_fac Part of the Entertainment, Arts, and Sports Law Commons Recommended Citation Dionne L. Koller, Putting Public Law into “Private” Sport, (2016). Available at: http://scholarworks.law.ubalt.edu/all_fac/866 This Article is brought to you for free and open access by the Faculty Scholarship at ScholarWorks@University of Baltimore School of Law. It has been accepted for inclusion in All Faculty Scholarship by an authorized administrator of ScholarWorks@University of Baltimore School of Law. For more information, please contact [email protected]. Putting Public Law into “Private” Sport Dionne L. Koller* Abstract Across all levels of sport—professional, Olympic, intercollegiate, interscholastic, and youth recreational—the prevailing view is that the government should not take an active role in regulating athletics. As a result, there are relatively few federal or state statutes directed at regulating sports, and those that are aimed at sports primarily serve to support the professional sports industry. Moreover, courts show great deference to sports leagues and administrators, most often applying law in a way that insulates and empowers them. This creates a climate where leagues and administrators are permitted wide latitude to structure and conduct their respective sports as they see fit, especially with regard to athlete regulation. With this environment in mind, this Article examines what I define as the “legal and policy response to concussions in sports,” which includes state statutes, proposed federal legislation, “bully pulpit” initiatives such as a White House summit and Congressional hearings, and substantial tort litigation.
    [Show full text]
  • Global Evaluation
    GLOBAL EVALUATION LABOUR MOBILITY PATHWAYS PILOT 2016-2019 1 JUNE 2020 TALENTBEYONDBOUNDARIES.ORG Talent Beyond Boundaries Labour Mobility Pathways Pilot 2016-2019 Global Evaluation Report 1 June 2020 Cover: Anas and Marah and their baby boy, at their new home in Niagara Falls where Anas is working as a Tool and Die Maker. Photo: Drew Sommerville, The Westbound Creative. Contents Acknowledgements ............................................................................................................................. 3 Summary .............................................................................................................................................. 4 Findings and recommendations ...................................................................................................... 4 Background ....................................................................................................................................... 11 The pilot phase .............................................................................................................................. 11 Approach and methodology ............................................................................................................. 12 Evaluation team ............................................................................................................................. 12 Key evaluation questions ............................................................................................................... 13 Data collection ..............................................................................................................................
    [Show full text]